We began in 1997 because there were too few spaces where enterprises, employers’ organisations, trade unions, policymakers, professional bodies and researchers could come together, both to explore the future of work and organisations and to address the persistent “long tail” of those not making use of workplace practices that engage and develop the full talent and creativity of employees at all levels.
Since our foundation we have created a series of joint initiatives and projects involving diverse stakeholders, held regular pro bono events to share evidence and good practice, and has been a persistent advocate for national government and EU policies to promote better ways of working.
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Research and Evidence
Firstly there is a vast and growing body of evidence to show that workplace innovation practices
which empower employees to make day-to-day-decisions, challenge established practices,
contribute ideas and be heard at the most senior levels of an organisation lead to better business
results as well as enhanced workforce health and engagement.
Secondly it is equally clear that most businesses are either unaware of this evidence, or that they are
unable or unwilling to act on it. Successive surveys demonstrate a substantial gap between research
evidence of “what works” and common workplace practice.
We work with diverse stakeholders to:
- Undertake high quality research into leading practice and emerging challenges relating to
work and organisations. Current and Past Projects
- Build bridges between research and practice through publications, events and the creation
of the EUWIN Knowledge Bank as the leading European source of case studies, articles and
other learning resources on workplace innovation.
We have also established Workplace Innovation Limited as a consultancy arm to help
companies and public sector organisations create new and better ways of working which build on a
vast body of research.
Explore the site to learn more about our surprising range of
Workplace Innovation helps improve performance and working lives by releasing the full range of
talent, knowledge and creativity from employees at every level.
Organisational Health Check
A springboard to innovation
Our Health Checks are not about us telling you what is wrong or right with your organisation. They are about your people telling us what is wrong or right, what can be done better, what works really well and what doesn’t.
An Organisational Health Check acts as a springboard with the potential to release innovative behaviour, improve performance, enhance employee well-being and stimulate growth.
We know the importance of listening to employees at every level in order to understand what
is working and what needs to be improved.
Our reports based on employees’ own accounts of experiences at work provide boards and
senior management teams with a powerful stimulus for change, and help to define priorities
Facilitating Change and Innovation
Breaking down walls and ceilings
Workplace Innovation is at the heart of performance, growth and employee well-being. Many see it but don’t know how to implement it.
We help organizations review improvement and innovation practices by breaking down walls and ceilings and creating dialogue across hierarchies and functions so that the better argument always wins.
Workplace Innovation’s facilitators work closely with leaders, managers and employees at every level, understanding their aspirations and strengths as well as what holds them back. We seek solutions co-created by all of the main stakeholders in an issue to ensure buy-in and to minimise resistance to change.
Working with Boards and Senior Teams
Horizon-scanning, thought leadership and rehearsing the future
What will your business look like in 2024 and what will your role be in leading it?
Seeing the world in a different way should be on the job description of Directors. Change is happening and it can’t be controlled but it can be anticipated.
Developing Emerging Leaders
From transactional to transformational
The demands of leadership are changing. At a time of significant challenge and opportunity, leaders and managers must drive improvement and innovation while motivation and energising employees. Emerging leaders must migrate from purely transactional management to proactive, transformational behaviour while current leaders must address the question of succession.
But where are the next leaders coming from and what skills and competences will they actually need?
Using drama to provoke thought and motivate change
Interactive theatre in the workplace is a real eye-opener. It helps to unlock employee engagement and creativity, one of the key challenges in securing successful organisational change, improving performance and enhancing working life – but it does it very differently.
You’ll see your organisations in a completely different and thought-provoking light.
Presentations, Facilitation and Masterclasses
Stimulating, informing and resourcing innovation and change
Expert facilitation, engaging presentations, creative thinking and interactive theatre are just some of the ways we enhance and enliven conferences, time-out sessions, in-house training and team development workshops.
We can also deliver masterclasses and provide internationally recognised expert speakers covering all aspects of people centres change, employee engagement, high involvement innovation and leadership development.
Achieving a new culture
We know how to coach – we do it for a living. However, we are also on a mission to help managers and leaders become inspired coaches in their own right and to introduce a coaching culture to their organisations that will achieve sustainable benefits.
Networking and Knowledge Sharing
Remember, you are not alone
Networking, knowledge sharing, the pooling of ideas and intellectual capital are the dynamics that underpin a sustainable movement of workplace innovation and provide all organisations looking to change and to challenge the future with access to the choices open to them and the experiences of others.
Flexible ILM Leadership & Coaching Courses
In-house and Distance Learning
Flexibility in learning is becoming increasingly important in employee development. We are experiencing a significant increase in clients needing a more flexible approach to the delivery of our ILM programmes.
Releasing staff to attend off-site public courses can cause problems for organisations, despite the obvious benefits of individuals from different backgrounds and industries sharing their experiences as they learn together. It is not always convenient for managers to block out days in their diary to attend sessions off-site, on dates that tend to be inflexible.
We recognise this and in addition to our public courses we are able to offer a range of flexible options to make it easier for organisations and individuals to access our ILM Leadership, Management and Coaching programme.